Assessment 1
Q1.The three different cultural groups are
- Maori
- Paheka
- Chinese New Zealanders
The cultural groups have different cultural languages. The Maori group speaks Te Reo Maori while the Paheka speak English as the Chinese New Zealanders speak the Chinese language.
Traditionally the Maori women used to be house wives and farm keepers while Maoris men used to be the heads of the family and the providers (Liu, & Sibley, 2006). In Peheka there were no defined roles for any specific gender, this mean women wereall rounded on the roles to play just as men. This has encroached into Maori’s culture today since there is no role played by any specific gender currently in the community. In Chinese group family was the basic unit of the society. Women main role was taking care of the household and raising the children. They were charged with the responsibility of upholding morals of the society. Men in Chinese group were the heads of the family.
Employees from different culture may analyze matters at hand in different ways. This help in providing the organization with vast knowledge.
A negative impact of the cultural diversity is brought about by different languages. People speaking the same language tend to group themselves together while isolating others (Banks, 2015). This will affect the productivity of the organization negatively. For example someone speaking Te Reo Maori may not feel free to open up to a health care officer speaking English.
Q2 Stigma and discrimination
Discrimination and stigma happen to different persons for different reasons. These have diverse effects on the person undergoing the health care treatment. The following are the effects of cultural stigma and discrimination:
- Person not feeling comfortable with communicating openly and honestly about themselves, their situation, their health, and their support needs.
- Individual getting little support from family and friends.
- Person feeling more likely to receive abuse or poor treatment.
- Person not being able to earn a living.
When a person does not have enough knowledge of a culture in the community, he or she may feel discriminated or stigmatized hence not be comfortable communicating openly and honestly. For instance a person suffering from HIV and Aids will not be free to share these information so as to receive quality services from the health care personnel. This leads to the person not receiving services or receiving the wrong services.
A foreigner who has not learnt the tradition of a community may not have many people to share with. This makes them lonely and feel left out in the community. It may affect negatively on the service delivery of a health care personnel trying to give a lot of attention and support to an individual the he or she lacks from the family and friends.
Q1. The three different cultural groups and their languages
Q1 strategies to support cultural diversity and maintain culturally safe environment in the workplace
There are different strategies which can be employed to support cultural diversity in the work place, among them is communication strategy, language used and the contributing to the cultural diversity.
- Communication strategy. Communication is an important way to pass information. In a multicultural society the communication of ideas is vital to the support to cultural diversity because different persons are brought up differently in different cultural backgrounds and are taught to present ideas differently. In a work place one should learn to practice active listening, to maintain personal touch, watch the nonverbal communication, keep open mind and have knowledge of other people’s cultural background. This can be achieved by asking relevant questions that will help one understand what things are important to a person? How the family operates? And how a person feels about certain issues?
- Language that is used. In a multi-cultural society, different persons have different cultural origins, some with different mother language. There should be a common language of communication that is understood by almost everybody in an organization (Ward, &Masgoret, 2008).This will help in the promotion of understanding among individuals and hence promote cultural diversity in a multi-cultural work place.
A health care officer should use the appropriate language when dealing with a client. This can be employed by avoiding abusive language that may view a person from the angle of being a burden to the society. The health officer should avoid referring the client by the nature of the diseases they are suffering from.
- Contributing to the cultural diversity at ones work place. In a multi-cultural society each individual has unique cultural background. When cultural backgrounds are shared they impact positively on promoting the cultural diversity. One should be a role model to the colleagues by contributing positively towards the organization culture. For example, sharing simple things such as traditional practices is interesting and attract others to open up and share their individual cultural experiences hence promoting the cultural diversity. A health officer who shares cultural experiences with a client makes the client to open up more information hence delivering quality services.
Q2
- How did the strategy establish and maintain a cultural safe environment and support cultural diversity.
- Communication strategy. Communication helped in exchanging information hence enabling people share wonderful cultural experiences. This ensured that there is equality in the service delivery to people from different cultural backgrounds.
- Language used. Language helped people pass information. It exposed employees to the beauty of diversity. Using a common language that is understood by every member of the organization, helped individuals share their cultural experiences without feeling stigmatized or discriminated (Yang et al., 2007). A client was able to feel part of the community because there was avoidance of abusive language.
- Contributing to the cultural diversity of one’s workplace. Contributing to the cultural diversity acted as a tool to make patients open up and share information freely with the health officers.
- What worked really well when you used these strategies?
- a) Communication strategy: this strategy helped patients to feel important and valued in the community hence improving the efficiency of the service delivery.
- b) Use of appropriate language helped the health care officers to create a bond with the clients making services more appropriate.
- c) Giving people the chance to share their cultural experiences helped the organization to build up on a culturally diverse environment for all the communities to feel free and comfortable when sharing their challenges with health officers.
- What were the challenges you faced when you used this strategy?
- a) Some clients were not ready to share the information inquired by the officers.
- b) Some people were ignorant to continue using inappropriate and abusive language when referring to the patient.
- c) Several individuals were not ready to share their cultural experiences.
- What will you do differently next time you use this strategy?
- a) I will give clarification on the information presented to minimize many interpretation based on the cultural approach.
- b) I will give more emphasis on the need of using an appropriate language.
- c) I will encourage the patients to feel free and comfortable to share their cultural experiences making them open up.
- When and how will you review this strategy in your workplace?
I will review these strategies before the next assessment.
a)I will give clarification by expounding the information and allowing a room for questions by the patients.
- b) I will do my best using the appropriate language that can be understood by everybody positively.
- c) I will help them understand that there is no culture that is superior or inferior to another will help the patients to open up.
Part 1: Partnership and TeTiriti o Waitangi
- Which of the three articles best align with the principle of partnership?
The article that best aligns to the principle of partnership is the Article 1: Kawanatanga (governance).
- In your role, describe how you would apply the principle of partnership to your work with the persons you support?
Partnership is about working with other people by sharing skills and power, and treating them equally. I would achieve this by respecting the values of these people, showing empathy to them, sharing knowledge and power with them and sharing the decision making process with them.
- Describe which of your organization’s policies and procedures best demonstrates how the principle of partnership is applied in your workplace.
Organizations policies and procedures aims at ensuring that services are provided in an atmosphere that respects the values applied in decision making. This is facilitated by working together and alongside the person supported, their family and whanau, and including them all as equal in the society.
- Describe one function your organization performs to embed the principle of partnership into the support you provide.
Working together and alongside the persons supported, their families and whanau and including all of them as equals in the society.
- Which of the three articles best aligns with the principle of participation?
The article that best aligns to the principle of participation is the Article 2 of Tetiriti o Waitangi which is the Tinorangatiratanga (sovereignty and self-determination).
- In your role, describe how you apply the principle of participation to your work with the person(s) you support.
Participation is about letting individuals, their families and whanau, upu and iwi to take part in decision making about their needs. I achieve the principle of participation by open decision making and genuine consultations, operating in good faith and supporting individuals to share ideas and be supported by others.
- Describe which of your organization’s policies and procedures best demonstrates how the principle of participation is applied in your workplace.
The organization ensures individuals being supported and their family and whanau access activities and services in the community. This enables the people and their families to have an opportunity in decision making.
- Describe one function your organization performs to embed the principle of participation into the support you provide.
Ensuring that people have access to support by making sure that the services can be reached with transport available to them, can be used, is critically responsive and that the person can afford the services.
- Which of the three articles best aligns with the principle of protection?
Q2. Stigma and discrimination in healthcare
Protection relates to article 3 of TeTiriti o Waitangi: oritetanga.
- In your role, describe how you apply the principle of protection to your work with the person(s) you support.
Protection is ensuring that people are supported and protected from inequality in the health system, ensuring that they have access to services that meet their daily needs and protecting their processions. This principle is applied by ensuring advocacy and honesty, protecting things that are important to them and promoting knowledge and awareness.
- Describe which of your organization’s policies and procedures best demonstrates how the principle of protection is applied in your workplace.
Ensuring the support for workers to meet the requirement of relevant health and safety regulations and the New Zealand standard to protect the health and safety and well being of people supported, their families and whanau.
- Describe one function your organization performs to embed the principle of protection into your work.
Ensuring the support provided is spiritually, culturally, emotionally and physically appropriate and safe for them to work efficiently.
Part 1: M?ori values and the articles of TeTiriti o Waitangi
- Select two M?ori values from the following list and describe how they relate to the articles of TeTiriti ? Waitangi.
- Whanaungatanga- this is relationship, kinship and a sense of family connection. This facilitate the people sharing experiences and working together hence promoting relationship
- Rangatiratanga- this is displaying Rangita’s quality including generosity, bravery, humanity, respect, and commitment to community.
Part 2: Describe the application of M?ori values to the workplace
- In your role, describe how you apply the value to your work with the person(s) you support.
I will focus on a work together relationship and making of decisions for collective good of the society instead of one or some individuals. This will ensure people are treated equally without favoring ones kinsmen.
- Describe which of your organization’s policies and procedures best demonstrates how this value is applied in your workplace.
Ensuring that the decision made for the benefit of an individual do not undermine the well-being of other people.
- What function does your organization perform to embed this value into your work
Creating forums that allows time for all persons involved to participate by allowing appropriate time for discussion.
Part 3: Describe the application of M?ori values to the workplace
- In your role, describe how you apply the value to your work with the person(s) you support.
Displaying the leadership qualities as role model for the community by presenting issues using facts and honesty.
- Describe which of your organization’s policies and procedures best demonstrates how this value is applied in your workplace.
Ensuring there is recognition, respect, and valuing the person’s cultural identity always.
- What function does your organization perform to embed this value into your work?
Creating forums that include all parties involved in decision making.
References
Banks, J. A. (2015). Cultural diversity and education. Routledge.
Liu, J. H., & Sibley, C. G. (2006). Differential effects of societal anchoring and attitude certainty in determining support or opposition to (bi) cultural diversity in New Zealand. Papers on Social Representations, 15.
Ward, C., &Masgoret, A. M. (2008). Attitudes toward immigrants, immigration, and multiculturalism in New Zealand: A social psychological analysis. International Migration Review, 42(1), 227-248.
Yang, L. H., Kleinman, A., Link, B. G., Phelan, J. C., Lee, S., & Good, B. (2007). Culture and stigma: adding moral experience to stigma theory. Social science & medicine, 64(7), 1524-1535.
Hayward, J., &Wheen, N. (Eds.). (2016). The Waitangi Tribunal: TeRoopuWhakamanaiteTiriti o Waitangi. Bridget Williams Books.
Rankine, J., Nairn, R., Barnes, A. M., Gregory, A., Kaiwai, H., Borell, B., &McCreanor, T. (2008). Media and tetiriti o Waitangi 2007.
Macfarlane, A., Glynn, T., Cavanagh, T., & Bateman, S. (2007). Creating culturally-safe schools for M?ori students. The Australian Journal of Indigenous Education, 36, 65-76.
Warriner, V. (2007). The importance of traditional Maori values for necessity and opportunity: Maori entrepreneurs-iwi-based and individually owned. International handbook of research on indigenous entrepreneurship, 558-564.
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